SUMMER TRAINING PROJECT REPORT

ON

Recruitment & Selection

Prepared and Presented to

HIPSTERSG PRIVATE LIMITED

Under the guidance of

Mr. Renendra Saxena

Project Manager Hipstersg
Pvt Ltd.
Submitted in partial fulfillment for the award of degree of
Master of Business Administration from
Dr. APJ Abdul Kalam Technical University, Lucknow BY
Tanu Mishra
2201240700086

INSTITUTE OF CO-OPERATIVE & CORPORATE MANAGEMENT, RESEARCH

AND TRAINING
21/467, RING ROAD, INDIRA NAGAR, LUCKNOW-226016

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 Phone: 2716431,2716092
Fax: (0522) 2716092
E-mail: info@iccmrt.ac.in
Website: www.iccmrt.ac.in

INSTITUTE OF CO-OPERATIVE & CORPORATE MANAGEMENT,

RESEARCH AND TRAINING
467, Sector-21, Ring Road, Indira Nagar ,Lucknow-226016
इंस्टीट्यूट ऑफ को-ऑपरेटटव एंड कॉपोरेट मैनेजमेंट,
ररसर्च और टरेटनंग
467, सेक्टर -21, ररंग रोड, इंटिरा नगर, लखनऊ-226016

Date:-____________

CERTIFICATE

This is to certify that Tanu Mishra ,a student of Master of Business Administration

(MBA) Programme (2022-24) at this institute has undergone a Summer Training in the
Hipstersg Pvt Ltd from August - October and carried out a study titled “Human
Resources Recruitment ”. She has prepared a report on the study carried out by her in

the organization.

The student also made a presentation before a panel of experts at the institute.

(Dr. K Anbumani) Ms. Farhana Jamal

Principal, ICCMRT Assistant Professor

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 DECLARATION

I Tanu Mishra, a student of Masters of Business Administration (MBA) Programme

at the Institute Of Co-Operative & Corporate Management Research And
Training , Lucknow hereby declare that all the information, facts and figures used in
this Summer Internship Project Report Titled “Human Resources Recruitment” have
been collected by me. I also declare that this Project Report has been prepared by me
and the same has never been submitted by the under signed either in part or in full to
any other University or Institute or Published earlier.

This information is true to the best of my Knowledge and Beliefs.

Tanu Mishra

Date:_________ MBA 3rd Semester

ACKNOWLEDGEMENTS

“It is not Possible to prepare a Project Report without the Assistance & Encouragement of
other People. This one is certainly no Exception.”

On the Very outset of this report, I would like to extend my sincere & heartfelt
obligation towards all the personages who helped me in this endeavor. Without their

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active Guidance, Help, Cooperation & Encouragement. I would not have made
headway in the Project.

I am ineffably indebted to our Principal Sir DR. K Anbumani (ICCMRT) for

conscientious guidance and encouragement to accomplish this assignment and I
extremely thankful to my Professor Ms. Farhana Jamal (ICCMRT) for her valuable
guidance and support on completion of this project report.

I extend my gratitude to Institute of Co-Operative & Corporate Management ,Research And

Training for giving me this opportunity.

I also acknowledge with deep sense of reverence, my gratitude towards my parents and
members of family who has always supported me morally as well as economically. At
last but not the least gratitude goes to all of my Friends who directly or indirectly
helped me to complete this project report.

Any omission in this brief acknowledgement does not mean lack of gratitude.

Tanu Mishra

MBA 3rd Semester

Roll No:2201240700086

PREFACE

As a part of MBA curriculum in order to gain Practical Knowledge

in the field of Management. We are required to make project report
on “Human Resources Recruitment”. The basic objective behind

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doing this project report is to get the practical knowledge and
implications of HR processes in the company.

In this project report we have included various concept Implications

and Analysis regarding employees of the organisation. Although I
have tried my level best to prepare this report on error free every
effort has been made to offer authentic position with accuracy.

TABLE OF CONTENT

S.NO PARTICULARS PAGE NO

1. Executive summary 7-8

2. Chapter 1 9-43
Introduction of the study Recruitment

3 Chapter 2 44-68

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 Profile of the company

4. Chapter 3 69-70
Objective of the study
5 Chapter 4 71-74
Research methodology
• Research design
• Sampling Technique
• Types of data and data collection
6. Chapter 5 75-90
Data analysis and interpretation

7 Chapter 6 91-93
• Findings
• Suggestions & recommendations
• Conclusion
• Limitations of the study
8. Chapter 7 94-99
Annexture
• Bibliography
• questionnaires

EXECUTIVE SUMMARY

The Human Resources are the most important assets of the organisation. The success

or failure of the organisation is largely dependent on the caliber of the people working

therein. Without positive and creative contributions from people organisations cannot

progress or prosper. In order to achieve the goals or the activities of the organization,

therefore they need to recruit people with requisite skills, qualifications and

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experience. While doing so, they have to keep the present as well as the future

requirements of the organization in the mind.

Recruitment is defined as, “a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for attracting

that manpower in adequate numbers to facilitate effective selection of an effective

workforce.”

In order to attract peoples for jobs, the organization must communicate the position in

such a way that job seekers respond. To be effective, the recruitment process should

attract qualified applicants and provide information for unqualified persons to

selfselect themselves out.

The term “HR recruiter” may sound redundant, as both human resources managers and recruiters

both find job candidates and get them hired, this job is very specific.

Recruiters will work from resumes or by actively soliciting individuals qualified for

positions. A Recruiters job includes reviewing candidates job experiences, negotiating

salaries and placing candidates in agreeable employment positions. Recruiters

typically receive a fee from the hiring employers.

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 CHAPTER 1
INTRODUCTION OF
THE STUDY
HR Recruitment

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HUMAN
RESOURCES
Human Resource Management and Human Resource Development

Definition:

HRM is the process of managing people in organizations in a structured and thorough

manner. This covers the fields of staffing (hiring people), retention of people, pay and

perks setting and management, performance management, change management and

taking care of exits from the company to round off the activities. This is the traditional

definition of HRM which leads some experts to define it as a modern version of the

Personnel Management function that was used earlier.

We have chosen the term "art and science" as IRM is both the art of managing people
by recourse to creative and innovative approaches, it is a science as well because of
the precision and rigorous application of theory that is required.

Human Resource Development (HRD) means to develop available manpower through

suitable methods such training, promotions, transfers and opportunities for career
development. HRD programs create a team of well-trained, efficient and capable
managers and subordinates. Such team constitutes an important asset of an enterprise.

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One organisation is different from another mainly because of the people (employees)
working there in.”

According to Peter F. Drucker, The prosperity, if not the survival of any business
depends on the performance of its managers of tomorrow.” The human resource
should be nurtured and used for the benefit of the organisation.

Uses of Human Resource Management in an organization:

➢ Human Resource Management (HRM) is the function within an organization

that focuses on recruitment of, management of, and providing direction for the
people who work in the organization. It can also be performed by line
managers.

➢ Human Resource Management is the organizational function that deals with

issues related to people such as compensation, hiring, performance

management, organization development, safety, wellness, benefits, employee
motivation, communication. administration, and training.

➢ HRM is also a strategic and comprehensive approach to managing people and

the workplace culture and environment. Effective HRM enables employees to
contribute effectively and productively to the overall company direction and
the accomplishment of the organization's goals and objectives.

➢ Human Resource Management is moving away from traditional personnel,

administration, and transactional roles, which are increasingly outsourced.
HRM is now expected to add value to the strategic utilization of employees
and that employee programs impact the business in measurable ways. The new
role of HRM involves strategic direction and HRM metrics and measurements
to demonstrate value.

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 ➢ The Human Resource Management (HRM) function includes a variety of
activities, and key among them is responsibility for human resources for
deciding what staffing needs you have and whether to use independent
contractors or hire employees to fill these needs, recruiting and training the
best employees, ensuring they are high performers, dealing with performance
issues, and ensuring your personnel and management practices conform to
various regulations. Activities also include managing your approach to
employee benefits and compensation, employee records and personnel
policies. Usually small businesses (for profit or nonprofit) have to carry out
these activities themselves because they can't yet afford part- or full-time help.
However, they should always ensure that employees have and are aware of
personnel policies which conform to current regulations. These policies are
often in the form of employee manuals, which all employees have.

➢ HRM is widening with every passing day. It covers but is not limited to HR
planning. hiring (recruitment and selection), training and development, payroll
management, rewards and recognitions, Industrial relations, grievance
handling, legal procedures etc. In other words, we can say that it's about
developing and managing harmonious relationships at workplace and striking
a balance between organizational goals and individual goals.

Advantages/Importance of HR:

➢ Meeting manpower needs: Every Organisation needs adequate and

properly qualified staff for the conduct of regular business activities.
Imaginative HRP is needed in order to meet the growing and changing
human resource needs of an organisation.

➢ Replacement of manpower: The existing manpower in an Organisation

is affected due to various reasons such as retirement and removal of
employees and labour turnover. HRP is needed to estimate the shortfall in
the manpower requirement and also for making suitable arrangements
for the recruitment and appointment of new staff.

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➢ Meeting growing manpower needs: The expansion or modernisation
programme may be undertaken by the enterprise. Manpower planning is
needed in order to forecast and meet additional manpower requirement
due to expansion and growth needs through recruitment and suitable
training programs.

➢ Meeting challenges of technological environment: HRP is helpful in

effective use of technological progress. To meet the challenge of new
technology existing employees need to be retrained and new employees
may be recruited.

➢ Coping with change: HRP enables an enterprise to cope with changes in

competitive forces, markets, products, and technology and government
regulations. Such changes. generate changes in job content, skill, number
and type of personals.

➢ Increasing investment in HR: An employee who picks up skills and

abilities becomes a valuable resource because an organisation makes
investments in its manpower either through direct training or job
assignments.

➢ Adjusting manpower requirements: A situation may develop in: an

organisation when there will be surplus stall in one department and shortage of
staff in some other department, Transfers and promotions are made for
meeting such situations, suitable personnel for jobs in the Organisation.
Introduction of appropriate selection tests and procedures is also possible as
per the manpower requirements.
➢
➢ Placement of manpower: HRP is needed as it facilitates placement of newly
selected persons in different departments as per the qualifications and also as
per the need of different departments. Surplus or shortage of manpower is
avoided and this ensures optimum utilization of available manpower.

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 ➢ Training of manpower: HRP is helpful in selection and training activities. It
ensures that adequate numbers of persons are trained to fill up the future
vacancies in the Organisation,

HR -FUNCTIONS

Recruitment and Selection Process

Complete Recruitment life cycle

• Levels of Companies

• Technologies and Domineer

• Portal Explanation

• Explanation of Job Description and Analyzing of Requirement

• Sourcing of Profiles from Portals

• Screening of profiles as per the requirement

• Calling the Candidates

• Formatting of profiles and Tracker's Preparation

• Maintenance of Database

Training and Development

• Concept of Training and Development

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 • Training Needs Identification Process

• Designing Annual Training Plans

• Training Execution

• Designing Employee Development Initiatives

• Designing Supervisory Development Programs

• Designing Management Development Programs

• What is Training ROI and how to Calculate

• Introduction to Best Trainer Skills, Knowledge and Abilities

Induction and Orientation

• How to Design Induction Programs and Execution

• How to Design on the Job Training Programs and Monitoring

• How to evaluate effectiveness of Induction and on the Job Training Programs

• Probation Confirmation and HR Role

Team Management Skills

• Understanding What is a Team

• Understanding Team Development Stages

• What is your Team Membership Orientation

• How to improve your effectiveness as Team Member

• What is Team Leadership

• Understanding my Orientation.

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HR Recruitment:

According to Edwin Flippo, "Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the Organisation."

Recruitment is a continuous process whereby the firm attempts to develop a pool of

qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually, the recruitment process starts when a manger initiates
an employee requisition for a specific vacancy or an anticipated vacancy.

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It is the process to discover sources of manpower to meet the requirement of staffing
schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a
pool of prospective employees for the organisation so that the management can select
the right candidate for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process

Recruitment is almost central to any management process and failure in recruitment

can create difficulties for any company including an adverse effect on its profitability
and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor
shortages, or problems in management decision making and the recruitment process
could itself be improved by following management theories.

The recruitment process could be improved in sophistication with Rodgers seven

point plan, Munro-Frasers five-fold grading system, psychological tests, personal
interviews, etc. Recommendations for specific and differentiated selection systems for
different professions and specializations have been given.

Need for Recruitment

The need for recruitment may be due to the following reasons/situations:

➢ Vacancies: due to promotions, transfers, retirement, termination, permanent

disability, death and labour turnover.

➢ Creation of new vacancies: due to growth, expansion and diversification of

business activities of an enterprise.

➢ In addition, new vacancies are possible due to job respecification.

The recruitment and selection is the major function of the human resource department
and recruitment process is the first step towards creating the competitive strength and

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the strategic advantage for the organisations. Recruitment process involves a
systematic procedure from sourcing the candidates to arranging and conducting the
interviews and requires many resources. and time. A general recruitment process is as
follows:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:

• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

➢ Preparing the job description and person specification.

➢ Locating and developing the sources of required number and type of
employees (Advertising etc).
➢ Short-listing and identifying the prospective employee with required
characteristics.
➢ Arranging the interviews with the selected candidates.
➢ Conducting the interview and decision making.

The HR Role in Recruitment changed and HRM:

➢ Decides about the design of the recruitment processes and to decide about the
split of roles and responsibilities between Human Resources and Hiring
Manager
➢ Decides about the right profile of the candidate
➢ Decides about the sources of candidates
➢ Decides about the measures to be monitored to measure the success of the
process.

A traditional role of HR in Recruitment was an administrative part of the whole

process. The HRM was responsible for maintaining the vacancies advertised and

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monitored, but the real impact of HRM to the performance of the whole recruitment
process was minimal. But as the role of Human Resources in the business was
increasing, the HR Strategy was changed. From making the process working to the
real management of IR
Processes and the Recruitment Process was the first to manage.

The role of HR in Recruitment is very important as HRM is the function to work on

the development of the recruitment process and to make the process very competitive

on the market. As the job market gets more and more competitive, the clearly defined

HR Role in Recruitment will be growing quickly. HRM is not a function to conduct

all the interviews today, the main role of Human Resources is to make the recruitment

process more attractive and competitive on the job market.

Scope of HR Recruitment:

➢ HR jobs are one of most important tasks in any company or organization.

➢ To structure the Recruitment policy of company for different categories of
employees.
➢ To analyses the recruitment policy of the organization.

➢ To compare the Recruitment policy with general policy. ➢ To provide a

systematic recruitment process.

➢ It extends to the whole Organization. It covers corporate office, sites and

works appointments all over India.

➢ It covers workers, Clerical Staff, Officers, Jr. Management, Middle

Management and Senior Management cadres.

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 ➢ A recruitment agency provides you with career counseling which renders a
crystal clear picture of what are the possible career options out there for you
and which job option suits you the best.

Objective of HR

➢ To obtain the number and quality of employees that can be selected in order to
help the organization to achieve its goals and objectives..

➢ Recruitment helps to create a pool of prospective employees for the

organization so that the management can select the right candidate for the right
job from this pool.

➢ Recruitment acts as a link between the employers and the job seekers and
ensures the placement of right candidate at the right place at the right time..

➢ Recruitment serves as the first step in fulfilling the needs of organizations for a
competitive, motivated and flexible human resource that can help achieve its
objectives.

➢ The recruitment process exists as the organization hire new people, who are
aligned with the expectations and they can fit into the organization quickly,

Advantage of Outsourcing Recruitment

Traditionally, recruitment is seen as the cost incurring process in organization. HR

outsourcing helps the HR professionals of the organisations to concentrate on the

strategic functions and processes of human resource management rather than wasting

their efforts, time and money on the routine work.

Outsourcing the recruitment process helps to cut the recruitment costs to 20% and

also provide economies of scale to the large sized organizations.

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The major advantages of outsourcing performance management are

cost reduction

Time saving of
Result Hiring of consultancy
company
qualitative/quantitati
ve

Focus management
effort

Outsourcing is beneficial for both the corporate organisations that use the outsourcing

services as well as the consultancies that provide the service to the corporate. Apart

from increasing their revenues, outsourcing provides business opportunities to the

service providers, enhancing the skill set of the service providers and exposure to the

different corporate experiences thereby increasing their expertise.

The advantages accruing to the corporate are:

• Turning the management's focus to strategic level processes of HRM

• Accessibility to the expertise of the service providers
• Freedom from red tape and adhering to strict rules and regulations
• Optimal resource utilisation
• Structured and fair performance management.
• A satisfied and, hence, highly productive employees

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 • Value creation, operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to

grow and perform better.

Changing Role of Recruitment Intermediaries:

Recruitment consultancies, agencies or intermediaries are witnessing a boom in the

demand of their services, both by the employers and the job seekers. With an already
saturated job market, the recruitment intermediaries have gained a vital position
acting as a link between the job seekers and the employers,

But at the same time, one of the major threats faced by this industry is the growing
popularity of e-recruitment. With the changing demand, technologies and the
penetration and increasing use of internet, the recruitment consultancies or the
intermediaries are facing tough competition.

To retain and maintain their position in the recruitment market, the recruitment
intermediaries or consultants (as they are commonly known) are witnessing and
incorporating various changes in terms of their role, functions and the services.

According to a survey amongst top employers, most of them agree with the growing
influence of technology and the Internet on the recruitment processes, 70 per cent of
employers reported the use of application portal on their company's official website.
Apart from that, the emerging popularity of the job portals is also growing.

Rut the fact that the intermediaries or the consultants are able to provide their expert
services, economies of scale, up to 40 percent savings in the recruitment costs,
knowledge of the market. the candidates, understanding of the requirements, and most

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importantly, the assess to the suitable and talented candidates and the structured
recruitment processes. The recruitment intermediaries save the organisations from the
tedious of weeding out unsuitable resumes, coordinating interviews, posting
vacancies etc. give them an edge over the other sources of recruitment.

To retain their position as the service providers in the recruitment market, the
recruitment intermediaries are providing value added services to the organisations.
They are incorporating the use of internet and job portals, making their services more
efficient.

Despite of the growing use of the internet, the recruitment intermediaries are
predicted to continue dominating the recruitment market in the anticipated future.

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire

recruitment processes of an organisation. It is one of the technological tools facilitated
by the information management systems to the HR of organisations. Just like
performance management, payroll and other systems. Recruitment management
system helps to contour the recruitment processes and effectively managing the ROI
on recruitment.

The features, functions and major benefits of the recruitment management system are
explained below:

• Structure and systematically organize the entire recruitment processes.

• Recruitment management system facilitates faster, unbiased, accurate and

reliable processing of applications from various applications.

• Helps to reduce the time-per-hire and cost-per-hire,

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• Recruitment management system helps to incorporate and integrate the various
links like the application system. the official website of the company, the
unsolicited applications, outsourcing recruitment, the final decision making to
the main recruitment process.

• Recruitment management system maintains automated active database of the

applicants facilitating the talent management and increasing the efficiency of
the recruitment processes.

• Recruitment management system provides and a flexible, automated and

interactive interface between the online application system, the recruitment
department of the company and the job seeker.

• Offers tolls and support to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROI.

• Recruitment management system helps to communicate and create healthy

relationships with the candidates through the entire recruitment process,

• The Recruitment Management System (RMS) is an innovative information

system tool which helps to sane the time and costs of the recruiters and
improving the recruitment processes.

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HR Recruitment Process

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 STEP 1 STEP STEP 3
cost 2reduction
Database search Advertising Networking & referrals

STEP 5 STEP 4
STEP 6
Submission & interview Processing of
Time saving of
Feedback & offer
Result Hiring of consultancy Applicants
company
qualitative/quantitati
ve
STEP 7

Commencement &
retention

Focus management
effort

Step 1-Database search

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This database is easily searchable and makes the recruiter’s job much easier. It helps
them keep a tab on all the contacts that reached out to them or vice versa. It keeps on
growing with the help of recruiting database software.

2-Advertising

Recruiters and talent acquisition professionals now use recruitment advertising as a

medium not only to reach active job seekers, but also to engage, attract, and nurture
passive candidates through the candidate journey.

3-Networking & referrals

Networking is the process of establishing and maintaining relationships with people

who can provide you with information, advice, and support. Referrals are
recommendations made by someone in your network to a new prospect . Referral
prospects are more likely to convert into customers since they know and trust the
referrer.

4-Processing of Applicants

Under this the process of reviewing job applications. This comes in right after

candidate sourcing and involves skimming through resumes and cover letters to find

the closest applicant-job-description matches keeping in mind qualifications,

experience, skill sets, and projected candidate-organization fit.

5-Submission & Interview

A recruiter’s job is not only to identify top talent and sell that talent on a job
opportunity. It is also a very important part of a recruiter’s job to be able to properly

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present candidate submissions to hiring managers. As always, make sure that you
include any supporting documents along with your candidate submissions in order to
clearly display candidates’ skills and interest.

6- feedback & offer

Feedback given to a candidate in the recruitment process, by definition should always

appear in the recruitment process and job offer’ primarily refers to an offer made
directly to an applicant to fill a vacancy, i.e.: to work for the company for a fixed
monthly fee, a short term contract, or on a freelance basis. This usually happens after
screening the documents
(e.g. CV, cover letter), conducting interviews, and the final decision for a certain
candidate.

7-Commencement & Retention

Commencement is the process of convincing individuals to join your team, and

retention is the process of trying to keep them with you.

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 Recruitment process

Position
assessment

Understanding the requirement vacancy, company profile,

culture and ethics to source the right fit employee.

Advertising the vacancy and sourcing the right

Advertise & source candidates through job portals, professional

networking sites, headhunting, and direct indirect reference

Screening the candidate from the resume

Screen & identify
pool as per the

requirement
candidates of the client and preliminary assessment through the

1st round of interview

communicate about the company profile and the Promoting

client &
position vacancy to the potential candidate.

A preliminary interview assessment report submitted

Candidate profile By the knack HR solutions to the client for

the submission
Judgement about the expertise of the candidate and

Suitability as per the requirement vacancy.

Facilitate the client

Facilitate the connection between the client and
the and candidate connection Candidates for
the round of the interview.

Selection and follow

Follow up with the clients regarding the Selection/
up
Rejection report and communication to the candidate.

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Employee Lifecycle

The employee life cycle model is used to identify and express the various and most

important stages that an employee goes through as they engage with their company.

There are six distinct stages at play: attraction, recruitment, onboarding, development,

retention and separation. An employee passes each stage chronologically.

1.Attraction

The first stage of the employee life cycle is the employee attraction stage.
Regardless of how innovative and strong your product or service is, without the
attraction and retention of great talent, your company will fail. This makes the
attraction stage one of the most crucial aspects to any organization’s growth strategy.

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The attraction stage is the only stage that occurs before you have an open position in
the company. Also referred to as the employer brand, it is the projection of the image
of your organization as a great place to work, both in the minds of current employees
as well as key stakeholders in the external market. This means that active and passive
talent candidates, clients, customers, and potential stakeholders have a positive
perspective of how it is to work within your company.

In order to build a great employer brand and succeed in the employee attraction stage,
there are several key tips you can follow:

• Raise Brand awareness. Have your managers attend seminars and

conferences regularly, seek out speaking opportunities, and be a regular
contributor or sponsor of popular industry magazines, websites, and blogs.
This will help build up your profile within the industry as a great place to
work.

• Be known to have a great culture . Regardless of external

marketing tactics, the employee remains the most valuable and convincing
promoter for any company. By having a fantastic company culture, you
only increase the chances that your existing employees will regularly tell
others about how great it is to work within your organization. You can also
amplify these efforts by sharing insights into your culture publicly using
company social media accounts.

• Offer attractive benefits and compensation. Being competitive

with compensation is one of the most obvious efforts your company can
make to appeal to the top talent in your industry. This does not mean you
need to pay the most to attract the best, but you should never pay the least.
Seek out opportunities to provide softer benefits in addition to your
existing ones, such as team lunches, birthdays off, and so on.

2.Recruitment

The second stage of the employee life cycle is the employee recruitment stage, the
period where you seek out and recruit the best talent to join your organization.
Recruitment can occur as a result of an existing role becoming vacant, or a new

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position being created altogether. The best types of recruitment plans offer an optimal
candidate experience, support collaborative hiring centered around clear criteria and
processes, and provide meaningful data that can be used to improve hiring results
over time.

In order to succeed in recruiting the right talent for your team, here are several key

tips to include in your recruitment stage:

• Ask for referrals from your existing team. Perhaps one of the
best recruitment strategies out there is a referral from one of your own
employees. As active members of the industry, they likely know several
people who could be a perfect fit for the role you are trying to fill.
However, be careful not to hire close friends or family of existing team
members, as this can make the dynamic more challenging. Typically, these
referrals will share a similar value set also.
•

• Try out various recruitment platforms. Sticking to only one

major recruitment website or media severely limits your candidate pool.
Ask yourself where it is that your ideal candidates frequent their visits.
This could be an industry meetup, or a lesser-known but growing industry
magazine that many new potential industry leaders are subscribed to.
•

• Be specific in who and what you are looking for. A sure-fire way
to limit the chances of recruiting the most suitable candidates for a role is
to publish vague employment advertisements. While being broad can be
useful in casting a wider net, you should still be careful to outline all the
pre-requisites to save you and the candidate’s time in applying and
assessing.
•

• Involve your employees. In addition to encouraging them to refer

potential candidates, you can also ask your existing employees to help
determine the best requirements for the role. Your team members can even
assist you in reviewing the resumes and qualifications of potential
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 candidates, if you see appropriate. Another useful way you can involve
your employees is to request that someone in a very similar role joins in
on the interview process, in order to assess the candidates that best fit
within the team.

3.Onboarding

The next stage of the employee life cycle model is the employee onboarding stage.
Occurring after you have recruited the top talent, the onboarding period is critical to
getting your new hires well-adjusted to the organizational environment and
performance aspects of their new job as quickly and smoothly as possible. During the
onboarding stage, new employees cover more in-depth aspects of their position,
identify the attitudes, knowledge, skills, and behaviors that are required to function
effectively within the organization.

Making new hires feel welcomed in the team and well-acclimatized to the nature of
both their role and the organization is critical to drawing out longterm contributions
and engagement. Here are some key strategies you can employ to ensure that the
onboarding stage of your company’s employee life cycle run smoothly for all
concerned:

• Have a job description. It does not have to be a long and academic

analysis of the demands of the job but aim to have a single page outline

that lists the most important duties of the role, as well as any associated

experience and skills.

• Discuss the company’s vision and values. Laying out your

company values and vision and discussing what they all mean with your

new hire is a vital component of any onboarding process. Clarify any

questions they may have and get a sense of what the values mean to them,

ensuring their perspective aligns with success.

• Outline your expectations clearly. The job description will carry

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 some of the detail, but it is still critical to lead each new hire through the

expectations you are asking from them, along with explaining why they

are important to company success.

• Do follow-ups regularly. Completing the first week’s induction stage

and then leaving the new hire to fend for themselves is bound to result in a

rapid decline in employee performance. Schedule face to face meetings

with each new employee after a few weeks, checking in on how they are

managing, what challenges they may have found integrating with the

team, and so on.

4.Development

The following stage of the employee life cycle model is the employee

development stage. It is during this period that you begin to consistently encourage

professional development amongst your team, which acts as a catalyst in their skill

development, and also helps provide them with a future career path within the

company. Some key tips you can follow to improve the professional development

stage of your employee life cycle model include:

• Encourage external learning. Providing your team members with

opportunities to attend relevant conferences and seminar yields

tremendous benefits for their skill development (many are available as

virtual offerings online). A good way to do this is to regularly send them at

the company cost or offer all employees a company-covered budget for

their own initiated event attendance.

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• Assess knowledge and skills together. In order to best identify an employee’s

key skills and areas of expertise, managers should work with the employee directly.

Leveraging their own insight into their performance,

you can then plan out and prioritize the areas that require further

development. This is also one of the best ways to establish an open, honest

feedback-driven relationship between you and your employees.

• Reward the employees who learn in their own time. Many of

your team members likely take part in regular informal development

outside of their normal work hours. When you hear of a staff member

doing this, make a point of finding out more about it, and sincerely thank

them for their efforts and ensure they know they are appreciated.

5.Retention

The fifth stage of the lifecycle model is the employee retention stage. It is here that

you focus your energies on keeping your top employees, and ensuring they are happy

and sufficiently challenged in their respective roles within the team. The influence of

company culture goes a long way in this stage. If the culture in your organization is

poor, it inevitably leads to a high employee turnover rate, meaning you will have to

face replacement costs regularly. Improving the retention stage is a great way to

counteract this risk and promote longevity and satisfaction amongst your team’s

career paths.

Some tips to help ensure you are retaining your key people, and improving the

employee retention stage of your lifecycle model, include:

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• Hire the right people. In order to retain the top talent, you need to first

attract and recruit the top talent. This is where the success of your

attraction and retention stages can be measured – if you were careful in

your process

and approach of who you hired to begin with, then you will stand a better

chance of keeping the right employees in your team.

• Openly communicate your organizational mission and team

aspirations. In order to improve your employee retention rate, you first

need to ensure that your team thoroughly understands and is committed to

the same mission and direction as the company. You should be regularly

communicating with them on where they belong within the company, and

how their specific roles and accomplishments help the organization to

execute its mission.

• Seek out employee feedback and measure team morale frequently. For

smaller companies, a weekly face to face meeting with the team can be

useful, where you set out to discuss how the team is progressing and

identify any problems or issues they are facing. Another useful tool can be

employee pulse surveys. If you want to regularly measure team morale,

and seek out constant effective feedback, utilizing shorter employee

survey tools or implementing an online feedback mechanism such as

Sprigg’s Continuous & 360 Degree Feedback tool can be particularly

useful.

• Understand what motivates your employees. No one employee is the

exact same, and in turn, no one thing will motivate every single employee

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 to work hard. Understanding what drives and motivates various team

members means that you can engage your employees and ideally retain

them.

6.Separation

The final stage of the employee life cycle is the employee separation stage. For most

employees, there comes a point where their employment lifecycle will reach its

conclusion, whether from retirement, new employment, or for personal reasons.

Treating the separation process with equal importance as the onboarding process and

being equally as strategic in how you approach this stage, is critical. When a team

member leaves, it has an effect on other members.

It is the responsibility of the manager and HR professionals within the company to

ensure that the employee who is leaving, exits in a way that doesn’t cause major

disruption. If you find yourself faced with a situation where a key employee separates

from your organization unexpectedly, there are a few key tips you can use to

minimize the effects of that disruption:

• Understand the reasoning behind the resignation. What an

employee states as their reason for resignation, and what the actual

reasons are, are often not the same. Aim to dig deep at what truly caused

the separation, so you can avoid the circumstances that led to it in the

future.

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• Remain positive. You will feel a sense of loss at a top performer leaving

your team but it does not mean that you will never find another great employee

to replace them.

• Ask for honest feedback. When someone leaves a company, conduct

an exit-interview as it is one of the greatest opportunities to glean honest

feedback about what it’s truly like to work in the organization.

• Remind the team to keep looking ahead. Oftentimes, the loss of a valued

employee can cause a decrease in overall team morale. Aim to concentrate of

reaffirming commitment to the remaining team members, reminding them that

while their departure is disappointing, the team will ultimately recover and

grow as a result of it.

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THEORIES REGARDING RECRUITMENT

RECRUITMENT IS TWO WAY STREET:

It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a
choice whom to recruit and whom not,

As per Behling et al, there are three ways in which a prospective employee makes a
decision to join an organization.

Accordingly, the following three theories of recruitment have been evolved:

➢ Objective factor theory

➢ Subjective factor theory
➢ Critical contact theory

These theories can be explained as follows:

Objective Factor Theory

It assumes that the applicants are rational. As per this theory, the choice of

organization hy a potential employee depends on objective assessment of tangible

factors such as: Pay package, Location, Opportunity per career growth, Nature of

work and Educational opportunities. The employer according to this theory considers

certain factors among

others; educational qualification, years of experience and special

qualification/experience

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Subjective Factor Theory

The decision making is dominated by social and psychological factors. The status of

the job. reputation of the organization and other similar factors plays an important

role.. According to this theory, compatibility of individual personality with the image

of organization is decisive factor in choosing an organization by individual candidate

seeking for employment. These subjective factors are: Personal compatibility for the

position, Competence and Best fit.

Guidelines for the Recruitment

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1.Client need assessment

➢ Define objectives and specifications:

➢ Understand client's business and culture
➢ Understand the job/position specifications
➢ Understand roles and responsibilities of the prospective candidate
➢ Develop a search plan and review with the client

2. Candidate Identification

➢ Identify target sources

➢ Extensive organization mapping, research & database search of the profile
➢ Provide status report to client about the available talent pool

3. Candidate assessment and Presentation

➢ Screen and evaluate candidates.

➢ Personal Interviews with Candidates wherever possible assess skills,
interest level and cultural fit
➢ Discuss the shortlist with the client and send resumes

4. Candidate interview, selection & Presentation of Offer

➢ Facilitate interviews with the client

➢ Obtain feedback
➢ Participate in decision making process
➢ Provide inputs on candidate's desired compensation

5. Closure & Follow up

➢ Negotiate offer acceptance

➢ Execute Reference check, Compensation & Job Level Discussions
➢ Coordinate Joining Formalities and on boarding as per predefined date ➢
Closing review to understand client's level of satisfaction.
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HR Telephonic Interview Questions:

➢ Tell me about yourself?

➢ Tell me about your job profile?

➢ How much current CTC, you're getting in current organization?

➢ How much you're expecting form new organization?

➢ How the notice period you required if you are selected? Why did you want

to resign from your previous job?

HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise, ability to find

and match. the best potential candidate for the organisation, diplomacy, marketing

skills has to sell the position to the candidate) and wisdom to align the recruitment

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processes for the benefit of the organisation. The HR professionals handling the

recruitment function of the organisation- are constantly facing new challenges. The

biggest challenge for such professionals is to source or recruit the best people or

potential candidate for the organisation.

In the last few years, the job market has undergone some fundamental changes in

terms of technologies, sources of recruitment, competition in the market etc. In an

already saturated job market, where the practices like poaching and raiding are

gaining momentum, HR professionals are constantly facing new challenges in one of

their most important function recruitment. They have to face and conquer various

challenges to find the best candidates for their organisations.

The major challenges faced by the HR in recruitment are:

➢ Adaptability to globalization - The HR professionals are expected and

required to keep in tune with the changing times, ie, the changes taking place

across the globe. IHR should maintain the timeliness of the process

➢ Lack of motivation- Recruitment is considered to be a thankless job. Even if

the organisation is achieving results, IIR department or professionals are not

thanked for recruiting the right employees and performers.

➢ Process analysis- The immediacy and speed of the recruitment process are the

main concerns of the HR in recruitment. The process should be flexible,

adaptive and responsive to the immediate requirements. The recruitment

process should also be cost effective.

➢ Strategic prioritization- The emerging new systems are both an opportunity

as well as a challenge for the HR professionals. Therefore, reviewing staffing

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needs and prioritizing the tasks to meet the changes in the market has become

a challenge for the recruitment professionals.

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 CHAPTER 2

PROFILE OF THE
ORGANISATION

Address-1st Floor, B4/85, Amar Shaheed Path, Vineet Khand, Gomti Nagar,
Lucknow, Uttar Pradesh 226010

Contact no-090449 06426

Website-hipster-inc.com

HipsterSg India Private Limited (HIPL) is a registered startup operating as a Private

Limited Indian Non-Government Company incorporated in India on 08 August 2014
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(Nine years and five months 7 days old). Its registered office is in Lucknow, Uttar
Pradesh, India.

The Corporate was formerly known as HipsterSg India Private Limited. It is engaged
in the business of providing IT services. It is a digital agency based in Singapore that
specialises in creating user centric tech applications and platforms for businesses.
worldwide.i India Private Limited is a Startup India participant and has also been
recognised by DPIIT, the government agency responsible for promoting and
regulating India's industrial and trade sectors. The Company's status is Active, and it
has filed its Annual Returns and Financial Statements up until 31 March 2023. It's a
company limited by shares with an authorized capital of Rs 1.00 Lakh and a paid-up
capital of Rs 1.00 Lakh, as per the Ministry of Corporate Affairs (MCA) records.

Nikhil Gupta, Renendra Saxena and Abhishek Kumar serve as directors of the
company.

Industry

Information Technology Services

Contact details

CIN/LLPIN/FCRN U72300UP2014PTC065350

Company No 065350

Company Classification Private Limited Indian Non-Government

Incorporation Date 08 Aug 2014

Date of AGM 30 Sep 2023

Date of Balance Sheet 31 Mar 2023

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ROC Code Roc Kanpur

We bring the right expertise mix to create a holistic digital solution."

Hipster was founded in 2016 by Nikhil and Bok after a dinner discussion in a hawker
center. Back then, they did most of the work out of a HDB flat. As a pragmatic
entrepreneur, Nikhil believes that technology only makes sense when it is
commercially viable. We might not always tell you what you want to hear, but we
definitely problem-solve with you.

Today, we have three main offices, Singapore, India, and Canada, we take our work
seriously.

“Achieve your goal with our problem-solving approach”

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 1

DISCOVER

2.
8.
DEFINE
EVOLVE

OUR PROCESS
7. 3.

LAUNCH STRATEGISE

6. 4.
CODE DESIGN

5.

EVALUATE

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Trusted by

FEATURED PROJECTS OF HIPSTER

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 • NEAR
Augmented Reality (AR) enable mobile app for an interactive walking experience.

Gamification, health & fitness.

• TEORRA
A smart B2B marketplace for sustainable products, connecting businesses with
verified suppliers and simplifying orders.

• SHARE APP
On demand therapy app that allows one to find a therapist instantly. Match making
platform, mental health on demand video solutions

• COMMON SUITS
Customs suits E commerce platform with fit visualisation suit. Personalised fashion.

• ABROADLY
An interactive "home away from home" community for backpackers, travellers and
host.

Match making platform, backpacker.

Services
Creating awesome applications and websites is part of our daily life at hipster. We
offer customised and off the shelf solutions.

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No, we don't sell technology. We sell solutions.

Software isn't cookie-cutter, neither is it just the application of technology. It's

creating a solution that can meet the company's needs, goals, budget and works well
for the people using them.

Web development Mobile App

Development

UX/UI design Software

development

Off the shelf products

1 Web App Development

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We build websites that thrive at the intersection of business goals and user needs. In a
world where most web traffic is on mobile, our team creates responsive, fast, and
secure websites that work elegantly across mobile and desktop.

2. Mobile App development

Hipster offers a broad spectrum of mobile app development services, including iOS.
Android, React Native, and Flutter development. More importantly, we are here to
support you through pre and post-development via prototyping, testing, technical
guidance, and more.

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3. UI/UX

The best designs instill confidence in your brand and product. They inspire users to
purchase, use and evangelise your product. Our designers conduct user research and
create information architecture and prototypes to upkeep your brand's visual identity
and ensure that your product is showcased appropriately in the digital space

4 Software Development

Creating tailor-made software for your business needs is our forte! Our team works
with a flow to cover every stage from inception to completion in understanding your
requirements through to testing and final releases.

Look no further if you are searching for a ready-to-use tool. Hipster offers a wide
range of convenient solutions that work across industries. Examples include hybrid
event management, learning management, customer l,oyalty, social community
platform.

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Ways we value-add to make a website or mobile app successful

• Augmented Reality & Virtual Reality

In the technological age where many options are available, users prefer interactive
engagements. Hipster adopts immersive technologies like Virtual Reality (VR) and
Augmented Reality (AR) to take user experience to the next level. We utilized AR and
VR to create 3D event booths and virutal tours during the Covid-19 pandemic

• Blockchain Technology

Hipster has been using blockchain for various business cases such as documentation.
hash storage, and other verification purposes to leverage our solution with
decentralized technologies.

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 •

Cloud Infrastructure & Data Security

Cloud infrastructure has been vital in cloud solutions and technology companies. The
goal is always to have a scalable infrastructure that can support from 10 to 10 million
users with fully automated and fool-proof security achieved by taking various aspects
and tools into account.

• Enterprise Software Development

Documentation is essential to quality and process control. Before the product

development starts, and after the project gets launched and in between, there are
various documentations required to lay down all Standard Of Procedures (SOPs) to
give better ideas of how things work. Documentation is undoubtedly a continuous
process and improvement of a running tech product.

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 •

Business and Technology Consultation

Hipster's founders have been in the technology business for over ten years. Working
with 50+ startups and launching many in-house products, Hipster has gained
experience over the to-dos and not-to-dos in various scenarios. We share the data and
information readily with our clients. Besides building mobile apps and websites we
also mentor startups , SMES and corporates to develop their technological
capabilities.

• Artificial Intelligence & Machine Learning

From Netflix's latest suggestion of enticing shows to Amazon's product

recommendations, many of us live with Artificial Intelligence (AI) now. Al is getting
more personalized and offers users more convenience. In Hipster, we integrated image
recognition to prevents users from posting obscene images. We also offer
personalization content recommendations for users in e-commerce. In another
feedback app, we used text comprehension and analysis to detect the negative of the
feedback.

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 •

Search Engine Optimization

Search Engine Optimization (SEO) boosts our leads and new customer inflow via the

Google Search Engine. Be found by your customers easily by high page rankings

when they search for your product or service category. Hipster has built hundreds of

websites and improved their SEO ranking.

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•

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Industries which are covered

Education fashion

Food and beverages Sustainability

Mental health Gamification

WHY HIPSTER?

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A perfect mix of Business focus and technology which is hacked with a specialized
team of Professional recruiters who are continuously updated with technical training
and high end support.

State of the art Infrastructure. Well equipped & Air-conditioned work station.

Capability to source high number of candidates for the Clients, scale up and double
candidates when needed for project works.

Critical strength to always stand up on efficiency and quality in fulfilling commitments

at the workplace.

Management takes care of:

• Quality
Our Employees go through a stringent pre-qualification phase to ensure that they have
the expertise that the clients require. We select experienced personnel with established.
We put strong emphasis on Attitude, Communication and Team Player skills and
demonstrated ability to stretch themselves to contribute to the successful completion.
of projects. We engage in reference checks and background checks before deploying
our manpower to the project.

• Cost
We keep our overheads low and therefore we can compete with the biggest of staffing
firms to provide a fair and competitive rate.

• On Time Delivery
That is a promise we made to ourselves. We have taken extreme care to ensure that
delivery is met and we are proud of our track record that shows 90% of the candidates
selected take up our projects. Our support function facilitates our consultants to move
from project to project. This ensures that they are ready to work 'when and where' our
clients need them.

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 • Retention

Our retention level of consultants on the project is at an enviable rate of 95%. This
does not happen accidentally. We spend quality time on the staffing needs and ensure
that the staffing solution we provide really fulfills the clients' needs.

• Specialization in level of recruitment

Junior & Senior Level of Management

Hipster deals with all "IT requirements" & below mentioned are some of the
Functional area of recruitment where is specialized:

• Software Engineers (Core Java, JSP, C++, ASP.net, HTML.)

• Manual Testing Engineers (Performance Testing (Web Load), Functional
Testing.
• Project Lead/lead Management/Project Manager
• Network /System support/System Integration
• Data centre Operations.
• Sr. Ops Engineer/Ops Manager
• Assistant Manager Service Delivery (Networking/System Integration/IT
Operation)
• UML/XML/HTML/
• Unix/Linux/Windows
• 3DMax/Coral Draw / Adobe Photoshop
• Adobe Page maker/Adobe Illustrator
• Mat lab/Lab view
• Network/System/Support/Implementation Engineer
• Delivery Managers (PMP & ITII, certified)

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 Functional Area of Recruitment Specialization

Hipster deals with all "IT Non requirements" & below mentioned are some of the
Functional area of recruitment where specialized:

Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head, AM-
Sales, Branding Manager.

Engineers Civil/Mechanical/Chemical

Process Trainer

Admin Executive/Front Office Executive

Project Manager, Sr. manager/Manager Production & Planning.

Contract & Planning. Manager Design

Commercial Head, Manager Quality, Executive Procurement.

GM. VP. AVP-Finance, Financial Analyst. Investor Relation

HR & Admin: Manager HR, Sr. Exe. /Exe. HR.

Legal: Manager Legal, Compliance Manager

How does recruiters/consultant get paid?

A recruitment consultant primarily acts from a position of self interest. Their job is to
generate revenue by making sales. Sales mean selling their service, their ability to find
the right candidate, to prospective employers. In effect they are selling you. This
means they will be eager to champion you, their product, to the employer, likewise
they will be keen to ensure that you will accept the position if offered.

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Generally for a permanent placement the company receives a proportion of your

salary. or a set fee agreed with the employer. Knowing this should ease any concerns

you have; in this you are both on the same side.

Job Profile in Hipster:

➢ Sourcing resumes through different job portals like Naukri, monster etc.

➢ Based on the clients requirements screening the resumes and judging the

Candidates to meet the particular requirement.

➢ Initial phone screening of candidates to judge communications and

background. ➢ Short listing the candidates as per client's requirements and

then scheduling up the interviews.

➢ Regular follow up with the selected candidates to confirm their joining dates,

ensuring the maximum of them are placed successfully with the respective

organization Maintaining and updating database of potential, prospective and

rejected candidates.

➢ Constantly be in touch with the candidate until he/she joins.

➢ Co-ordinate with other recruiters to work as a team.

➢ Maintaining a database of candidates..

➢ Handling end to end recruitments.

Requirements I worked on in Hipster

• Interns for digital marketing for location of Lucknow.

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 • Project Engineer for the location of Kanpur.
• Project Co-ordinator with Singapore.
• Tech lead position for Info com technologies.

Recruitment Email sent to candidate regarding the same

Dear Candidate.

This is to bring to your kind notice that we have an opening for the post relationship
officer with the tueetor.com

URL-https://www.tueetor.com//ed

Location: Lucknow

Designation: Sr. relationship officer/ relationship officer

Experience: 2+ Years

Essential Qualities: Excellent Communication Skill, Positive attitude, passionate,

highly motivated

Should come from online, should have a good idea about online sales/marketing

Job Responsibility: Responsible for monitoring accessing, improving the ad sales,

revenue monitoring.

Able to independently ideate and came out with solution to client and ad sales team.

Monitoring All ad positions, ad campaigning's, sales etc. Monitoring their sales /

telesales team.

If your candidature suits the mentioned profile then kindly send us the following
details:

1. your updated resume in MS Word format.

2. Present CTC

3. Expected CTC

4. Notice Period

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As the requirement is a bit urgent, an early response on this would be highly
appreciated. Alternatively if you know someone suitable and available then Please
refer (or) let us know their contact details. We shall check their willingness for this
opportunity.Please, respond at the earliest.

Best regards,

Tanu Mishra (HR)

Contact/WhatsApp-8932899981

Mail sent for the confirmation of the candidate

Hi....

Thank you for your application. Your profile seems like a good fit for the
position of Relationship manager. I'd like to schedule a short introductory
call so we can get to know you better and discuss the role and about
Hipster Private Limited. Are you available 25/09/2023.

Your Regards

Tanu Mishra (HR)

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JD for Position :-
Job title Project coordinator
Department Private operators
Qualification B.tech/BE/MCA/MBA
Experience 1-3 Years
Job description Project co-ordinator is a Project Management Office role.

• The role requires the person to plan, drive, co- ordinate and
track projects with The various internal stakeholders.
• Schedule regular meetings with the action owners for status
tracking.
• Update the senior members of the organization on the status
of the projects, highlight Requirements risks and gating
issues and probable resolutions.
• Prepare and analyse the data collected from. various reports
and present it to the leaders for further analysis and decision
making. Skills
• Good Analytical, negotiation and communication skills
• Good skills in Excel and ppt. Should have good ability to
analyse data, prepare and present analysis to internal
stakeholders.
• Ability to plan, drive, co-ordinate and track projects with
various internal stakeholders and report the progress to the
AVP. Should possess good Project management skills.
• Telecom Knowledge and System level knowledge preferred.
Location Lucknow
If this profile suits your candidature, kindly send the updated resume mentioning the

following details: 1) Total Experience

2) Relevant Exp.

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3) Current CTC

4) Expected CTC

5) Notice Period

Best regards, HR 9223499000 ||

Recruitment Email sent to candidate

From: Tanu hipster.in> To:

advikraval080@gmail.com

Sent: 05 oct 2023 1:30 pm.

Subject: Opening with Atisan Technologies for Tech Lead

Hi,

As per the discussion, I am sending the Company's profile and Job Description.

Opening with Atisan Technologies for the post of Tech Lead

Atisan Technologies is an IT Industry, It's an U.S. based multinational company. Atisan

combines offshore cost-efficiency and 24 hour work cycles with direct team
interaction. at different location- delivering low-risk, high-performance solutions to
help you improve communications, streamline workflow and increase productivity.

URL:http://www.atidan.com/Pages/Index.aspx

Location: Lucknow

Job Description:-

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1) Candidate must have atleast 6 years of experience.

2) Exp working on web based projects is a must..

3) Exposure working with Noida clients is a must.

4) Applicant should be working as a tech lead.

Interview: On Saturday (8 oct 2023)

Interview Procedure:- 1)

Aptitude Test (HR Interview)

2) Computer Programming Test (Net Test)

3) Technical Interview-1

4) Technical Interview - 2

If this profile suits your candidature kindly send the following details- 1)

Updated Resume in word format.

2) Total Exp 3)

Relevant Exp

4) Current CTC. 5)

Expected CTC

6) Notice Period.

Best regards,

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Tanu [HR]Hipster Private Limited

Direct: 8679854630

Format of candidate interview sent to the organisation

Hi

Below mentioned is the interview schedule for assistant manager/manager HR

SNO Candidate Interview Interview Contact no Mode location
name date time

1 Veena 10/09/2023 11:00 am 9876546980 F2F Lucknow

singh

2 Anamika 15/09/2003 3:00 pm 7654098725 Telephonic lucknow

verma

3 Rajveer 05/10/2023 10:00 am 8543902579 online lucknow

mehta

Tracker sent to Company consists of the following elements:

Status (CV sent or not). Source (Consultant Name), Candidate Name, Current
Company (candidate is working with), Years of Experience, Location, Education,
Current Designation, Current CTC, Expected CTC, Position Applied For. Contact No.,
Profile
Sent Date. Line Manager. I Level Resume Screening. Mode, Date, 2nd Level-PI. Date,
3 Level PL. Date, Final Status, Client CTC if offered

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Form attached with the candidate resume while forwarding to the
oraganisation

HIPSTER PRIVATE LIMITED

Name
Position applied for
Current company
Current position
Highest qualification
Total experience
Relevant experience
Current CTC
Expected CTC
Notice period
Current location
Willing to work in location
opted(yes/no)

Reason for job change

Reason for shortlisting CV

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 CHAPTER 3

OBJECTIVE OF THE
STUDY

OBJECTIVE OF THE STUDY :

The main objectives of the study are as follows:

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 I. To understand the process of recruitment
II. To know the sources of recruitment at various levels and various jobs
III. To critically analyse the functioning of recruitment procedures.
IV. To identify the probable area of improvement to make recruitment
procedure more effective
V. To know the managerial satisfaction level as well as to know the yield ratio
VI. To search or headhunt people whose, skill fits into the company's values
VII. To understand posting a job in various job site portal.
VIII. To find out effectiveness of selection procedure.
IX. To obtain feedback of employees about the recruitment and selection
followed in the organisation.
X. To know the various sources of recruitment and their availability.

SCOPE OF THE STUDY:

The benefit of the study for the researcher is that it helped to gain knowledge and
experience and also provided the opportunity to study and understand the prevalent
recruitment procedures,
The key points of my research study are:

i. To Understand and analyse various HR factors including recruitment

procedure at consultant.

ii. To suggest any measures/recommendations for the improvement of the

recruitment procedures.

iii. Proper utilisation of human resource and planning.

iv. Selection is effective or not.

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 CHAPTER 4

RESEARCH
METHODOLOGY

RESEARCH is a careful investigation or inquiry especially through search for new

facts in any branch of knowledge.

RESEARCH DESIGN:

A research design is the arrangement of the condition for collection and analysis of
data. in a manner that aims to combine relevance to the research purpose with
economy in procedure.

A research design is the specification of methods and procedure for acquiring the
information. needed to structure or to solve problems. It is the overall operation pattern
or framework of the project that stipulates what information is to be collected from
which source and be what procedures.

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 • What is study about?
• What is study being made?
• Where will the study be carried out?
• What type of data is required?
• Where can the required data be found?
• What will be the sample design?
• Technique of data collection.
• How will data be analysed?

KIND OF RESEARCH

The research done by

EXPLORATORY RESEARCH This kind of research has the primary objective of

development of insights into the problem. It studies the main area where the problem
lies and also tries to evaluate some appropriate courses of action.

Sample Design:

The sample design is a definite plan for obtaining a sample from the population. It
refers to the technique to the procedure adopted in selecting items for the sample
design.

➢ Sample size

• A complete interaction and enumeration of all the employees was not possible
so a sample was chosen that consisted of 120 peoples. The research was taken
by necessary steps to avoid any biased while collecting the data.

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 ➢ Sampling method

• I used random sampling method.

➢ Sample type

• The area of sampling is within the organisation.

Tools of Analysis:

• The data collected from both the sources is analyzed and interpreted in the
systematic manner with the help of statistical tool like percentages as well as
Pie charts.

METHODOLOGY OF STUDY:

The project is a systematic presentation consisting of the enunciated problem.

formulated hypothesis, collected facts of data, analysed facts and proposed conclusions
in form of recommendations.

The data has been collected from both the sources primary and secondary sources.

DATA COLLECTION:

✓ Primary Data:

Primary data was collected through survey method by distributing questionnaires to

employees. The questionnaires were carefully designed by taking into account the
parameters of my study.

✓ Secondary Data:

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Data was collected from web sites, going through the records of the organisation, etc.
It is the data. which has been collected by individual or someone else for the purpose
of other than those of our particular research study. Or in other words we can say that
secondary data is the data used previously for the analysis and the results are
undertaken for the next process.

CHAPTER 5

DATA ANALYSIS and

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INTERPRETATION

The analysis of the data is done as per the survey finding. The data is represented

graphically in percentage. The percentage of the people opinion were analysed and

expressed in the form of charts.

Question 1. What form of interview did you prefer?

Interviews data

5%
21% 32%
telephonic
personal
video conferencing
42% other

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Interpretation: Most of the manager Prefer Personal interviews, 30% prefer to take

telephonic interviews whereas only 20% goes for video conferencing and rest 10%

adopt some other means of interviews.

Question 2. Which source you adopt to source candidate?

SOURCE OF RECRUITMENT
candidate referral advertising job portal

10%, 10%

5%, 5%

85%, 85%

Source: Compiled from questionnaire data.

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Interpretation: This analysis indicates that most of the respondent ie.

85% responded for Job Portal, 10% responded for Candidate referral and

5% responded for Advertising.

Question 3. How many stages are involved in selecting the candidates?

How many questions you ask during telephonic interview round?

STAGES/QUESTIONS FOR INTERVIEW

four one
10% 5%

two
45%
three
40%

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Interpretation: Most of the Executives Prefer two stages of interview, 40% prefer to

take three stages interviews. whereas only 10% goes for four rounds and rest 5%

sometimes opt for one round of interviews.

Question 4. How do you track the source of candidate?

TRACK FOR RECRUITMENT

Data
15%

Software
5%

online
80%

Interpretation: Most of the executives prefer 80% online. 15% prefer data whereas

5% go for software to source the candidate.

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Question 5. Does the organisation clearly define the objectives,
requirements and candidate specification in the recruitment process?

Percentage for information

yes no

Interpretation: This analysis indicates that most of the i.e. 95% respondents for yes
and 5% responded for no.

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Question 6. What is the average time spent by the executives during
recruitment (each candidate)?

more
than 15
minutes,
10-15 10%
minutes,
10%

5-10 minutes, 20%

1-5 minutes, 60%

Interpretation: This analysis indicates that most of the respondent i.e. 60%

responded for 1 to 5 minutes, 20% responded for 5 to 10 mins, whereas 10%

responded for 10 15 mins and rest 10% responded for more than 15 mins.

Question.7 Do you follow different recruitment process for different

grade of employees?

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 Recruitment process for different Employees

5%

95%

yes no

Interpretation: This analysis indicates that most of the respondent ie. 95% responded
for Yes and 5% responded for No.

Question.8 what are the basic questions you ask to the candidate?

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 Questions ask during Recruitment
00
%%0%

experience
current/expected CTC
current job profile
notice period
All of the above

100%

Interpretation: This analysis indicates that the entire respondent ie.

100% responded for asking all the basic questions.

Question 9. Do you have any system to calculate cost of recruitment?

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 SYSTEM FOR COST CALCULATION OF RECRUITMENT
yes no

30%

70%

Interpretation: This analysis indicates that most of the respondent ie.

70% responded for No and 30% responded for Yes.

Question 10. Is there any facility for absorbing trainees in the

organisation?

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 FACILITY FOR TRAINEES IN THE ORG
yes no

Interpretation: This analysis indicates that most of the respondents

i.e. 60% for yes and 40% for responded no.

Question 11: The recruitment and selection process of the

company meets the current legal requirements.

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 meet current legal requirements

4%
15% 20%

61%

strongly agree agree no opinion disagree strongly disagree

Interpretation: Near about 20% of the respondents are strongly

agree with the statement that recruitment and selection process of
company meets the current legal requirements and 61% are agree so
total 81% respondents are in favour.

Question 12: The hiring process helps in identifying

the competence both visible (like knowledge, skills)

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and hidden aspects(like behavioral , social role, self
image , trait)?

identifying hidden and visible aspect

yes no

Interpretation: 90% of respondents think that hiring

process helps in identifying the competence visible( like
knowledge,skills) and hidden aspects ( like behavioural ,
social role, self image, trait) Question no 13: E-
recruitment (portal, websites) have become must to
survive in the competitive market?

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 E RECRUITMENT
yes no

15%

85%

Interpretation: 85% of the respondents are agree with

the e recruitment but 15% respondents are not agree to
survive in the competitive world.

Question 14: In selection process, do you think

innovative techniques (like stress level test,
psychometric test) should be adopted?

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 innovative techniques adopted

yes no

Interpretation: 60% employees think innovative technique is

followed some but 40% are not agree for that in some condition is
followed.

Question 15: Is there any contract(bond) signed by the

employees while joining the organisation?

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 contract signed

agree diagree

Interpretation: As the 90% respondents agree with this

and 10% are disagree with this as all are not in the signed
the bond in the organisation.

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 CHAPTER 6
FINDINGS
SUGGESTIONS &
RECOMMENDATIONS
CONCLUSION,LIMITATIO
N
S

Findings

➢ According to the Survey. Recruitment differs from company to company for

each category.

➢ According to the Survey, the company do utilize internet sites for the
recruitment process and for finding the talent candidate.

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 ➢ According to survey it is observed that the company are utilizing the job
description in order to make screening process more efficient.

Suggestions & Recommendations

After concluding the study of the companies recruitment policy, interaction with some
of the recruitment manager, company associates and based on the responses received
from the associates the following suggests are made to the company for further
improvement of the policy.

• The candidate should be informed in time whether they have been selected or
not. There should not be any delay in informing the candidate.
• Internal job posting to be preferred to reduce cost of recruitment.
• Time management is very essential and it should not be ignored at any level of

the process.

• Recruitment policy is satisfactory but the periodicity of recruitment is being

more which needs to be reduced.

➢ Communication, personal and technical skills need to be tested for employees.

Conclusions
Recruitment is the process of searching for prospective employees and stimulating and

encouraging them to apply for jobs in an organization. And selection is selecting the

right candidate at the right time in the right person.

➢ Polices adopted by Hipster organisation are transparent, legal and scientific.

➢ Recruitment is fair.

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 ➢ The recruitment should not be lengthy.

➢ To some extent a clear picture of the required candidate should be made in

order to search for appropriate candidates.

➢ Most of the employees were satisfied but changes are required according to the
changing. scenario as recruitment process has a great impact on the working of
the company as a fresh blood, new idea enters in the company.

Limitations of the study

The study is subjected to the following limitations:

➢ The study is based on the data provided by the company statements so, the
limitations of the company's employees remaining are equally applicable.
➢ In some cases data is collected from the companies past records.
➢ The employees and candidate proves a limitation because of difficulty in
generalization.
➢ To access such a large number of employee were difficult because of
noncooperation attitude of respondents.
➢ There was limitations in this research study. The maximum efforts were made
to overcome these limitation in the study.

CHAPTER 7

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 APPENDIXES
o BIBLIOGRAPHY
o
QUESTIONNAIRE

BIBLIOGRAPHY

➢ Essentials of HRM and IR P. Subba Ran.

➢ Personal Management - C.B. Memoria.

➢ Personnel and Human Resource Management-P. Subba Rao,

Himalaya Publication

➢ (www.scribbr.com)

➢ Human resource management - Wikipedia

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 Questionnaire on Recruitment Process

Name -

Designation -

Date-

Note- Please fill the appropriate option.

Question 1: What form of interview did you prefer? ( )

a. Personal interviews b. telephonic interviews

c. video conferencing d. Other

Question 2: What source you adopt to source candidates? ( )

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a. Candidate referral b. Advertising c. Job portals

Question 3: How many stages are involved in selecting the candidate?

How many questions you are asking during the Telephonic interview
round? ( )

a. 1 b. 2 c.3 d. 4 e.
More

Question 4: How do you track the source of candidate? ( )

a. Software b. Online c. Data

Question 5: Does the organization clearly define the position
objectives, requirements and candidate specifications in the
recruitment process? ( )

a. Yes b. No
Question 6: What is the average time spent by executives during
recruitment (each candidate)? ( )

a. Imins to 5mins. b. 5 to 10 mins.

c. 10 to 15mins. d. More
Question 7: Do you follow different recruitment process for different
grades of employees? ( )
a. No b. Yes
Question 8: What are the basic questions you ask to the candidate? (
)

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a. Experience (Total/Relevant) b. Current CTC/Expected CTC

c. Job Profile d. Notice period

e. All the Above

Question 09: Is there any provision for evaluation and control of
recruitment process?( )
a. Yes
b. No

Question 10: Is there any facility for absorbing the trainees in your
organization?( ) a. Yes
b. No

Question 11: The recruitment and selection process of the company

meets the current legal requirements.( )
a. Agree d. strongly agree
b. Disagree e. strongly disagree
c. No opinion

Question 12: The hiring process helps in identifying the competence

both visible (like knowledge, skills) and hidden aspects(like
behavioral , social role, self image , trait)?( )
a. Yes
b. No

Question 13: E-recruitment (portal, websites) have become must to

survive in the competitive market?( )

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a. Yes
b. No

Question 14: In selection process, do you think innovative techniques

(like stress level test, psychometric test) should be adopted?( ) a.
Yes
b. No

Question 15: Is there any contract(bond) signed by the employees

while joining the organisation?( )
a. Agree
b. Disagree

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